Topic: I would like to write my paper on the Equal Pay Act (EPA). The Equal Pay Act leveled the work place playing field for the first time in American history for women and men.


Format and guidelines Your paper should include an outline and seven to ten edited pages of text using APA formatting. Use a minimum of two sources from the Internet (for example, the AFL-CIO website). Please note that Wikipedia is not a reliable resource since there are no restrictions on who can add content to the website. Do not use it as source or quote it directly in your paper. You may, however, use sources cited by authors in Wikipedia if you determine after reviewing them that those sources are legitimate. Use the following format: Microsoft Word document, Times New Roman font, 12-point, double-spaced, APA formatting. For help with APA style go the Online Library on the course menu, click on Recommended Websites, then Research and Writing Help (toward bottom of list), then Citation Help, then choose APA. There is also an APA Guide under Resources on the course menu. The instructor will evaluate your paper based on content, organization, readability, and grammatical correctness. Content includes your ideas as well as your research. Organization includes external transitions (section to section) and internal transitions (paragraph to paragraph and sentence to sentence

File for order uploaded to fax/file board.

Project Requirements
The 9 page course paper demonstrates the ability to analyze and evaluate employment laws. Research techniques must reflect graduate-level writing and be organized, clear, and free of errors that detract from the overall message.
Employment Law Analysis
Provide detailed analysis of one employment law Equal Pay Act. Explain what the law means and how it affects the day-to-day operation of the workplace. Relevant news articles are acceptable.
Employee Engagement Study
Analyze how the selected law, researched in Employment Law Analysis, affects employer-employee relations, workers rights, and workplace productivity. This analysis includes how the implementation of the law achieves or hinders organizational goals.
Strategic Plan
Based on the overall analysis, create a strategic plan from a human resource management standpoint. This paper includes a detailed plan for communicating legal changes and implementing the legal changes company-wide. This could be legal changes as well as organizational changes to create a legally compliant workplace.
This final analysis demonstrates an understanding of the role HR professionals play in creating legally compliant behavior within an organization. This plan also analyzes how to measure the impacts of the law on employer-employee relations and workplace productivity, and how to promote workplace productivity while creating a legally compliant organization. Overall, how does a human resource professional ensure that a new law is implemented successfully within the organization? If the organization has no improvements, what makes it successful?
Final Project Submission
Your project submission includes:
1. A cover page with your name and the name of your instructor.
2. An introduction with a summary of your employment law analysis and employee engagement study.
3. The strategic plan with an emphasis of the HR role in creating a legally compliant organization.
4. The training and management plans.
5. An assessment of the impacts of the law on employer-employee relations and workplace productivity.
APA formatting with minimum of 9 pages and 1520 scholarly resources.

Write a two page paper:

1. Discuss the "equal pay for equal work" concept and how it can be applied.

Text:Noe, R., Hollenbeck, J.R., Gerhart, B., and Wright, P. (2010) Human Resource Management, New York: McGraw - Hill.
Customer is requesting that (FreelanceWriter) completes this order.

Course: Employment Law for Business

Topic: Gender Discrimination (Equal Pay Act (EPA) and Title VII of the Civil Rights Act)

Essay Question:
How are the Equal Pay Act (EPA) and Title VII of the Civil Rights Act different, and how might these differences affect an employee who is seeking relief against wage discrimination based on sex/gender?

Essay needs to be at least 350 words in length in an APA format.

There must be at least one in-text citation in the essay.

2 references; the textbook is one reference.

Book Reference
Bennett-Alexander, D. D., & Hartman, L. P. (2009). Employment law for business (6th ed.). New York, NY: McGraw-Hill.

Chapter 7

The paper should address the following questions:

My I-Search paper will be on the issue of unequal pay for equal work. The preliminary thesis for my paper is:

As American business enters the 21st century the issue of unequal pay for equal work continues.

1. Pay equity issues between men and women
2. Pay equity organizations and websites
3. Efforts of women?s organizations on wage discrimination
4. World War II and influx of women in workforce
5. Unions ? do they help or hinder equal pay


This is more a individual search vs. a typical research paper.

The case study requirements

? This is the article that you need to answer the questions from
? And also after you finish answering the questions you need to put them in the template that I uploaded for you as a file
? You need to use the website that in this article to answer the questions
? Thanks


TUTORIAL 6, WEEK 8: Equity


Case Study: Campaign for Pay Equity (6 marks)

There is currently a significant claim before Fair Work Australia for an ?equal remuneration order? applying to employees in the social, community and disability services industry throughout Australia. Equal pay is an ongoing area of concern for employers and employees.
September 1 has been declared ?Equal Pay Day? by the Equal Pay Alliance of Australia. This is an activist alliance made up of academics, trade unions, professional and industry groups, the Women?s Electoral Lobby and YWCA to name a few. More information can be found here:
http://www.eowa.gov.au/Pay_Equity/Equal_Pay_Day_2011.asp
Below is a letter that the alliance sent to the Minister for the Office of Women, Tanya Plibersek in 2010 (also available on the website). Read this letter and answer the questions which follow.


(Dear Minister Plibersek)

We write to you to inform you of a new Equal Pay Alliance we have formed in order to promote equal pay and equal employment opportunities for all Australians.

As you know, many people in Australia believe women won equal pay in the 70s, but they are wrong. It?s almost 40 years since women were officially granted equal pay for equal work by the Australian Industrial Relations Commission. Yet, a significant gender pay gap in Australia persists.

- Women in full-time paid work still earn 17% less than men or one million dollars less over a lifetime;
- While women are now more likely to have a tertiary qualification than men, women graduates will earn $2,000 less than male graduates and $7,400 less by the fifth year after graduation;
- Fewer than 2% of ASX 200 companies have a female chief executive officer and only 1 in 12 board directors are women; and
- Women retire with less than half the amount of savings in their superannuation accounts compared with men.

Our labour market and social structures continue to discriminate against women in employment. On one hand, women have access to unprecedented levels of education and employment. On the other, women continue to shoulder most of the unpaid housework, care of children and care of other dependents with a critical lack of access to childcare services and flexible work arrangements, to enable them to balance those two roles.

A lack of access to flexible work arrangements also presents a barrier for men to take on a greater share of caring responsibilities. This maintains the status quo of women being disproportionately responsible for caring responsibilities and consequently disadvantaged in the workplace.
We believe this inequity is not acceptable in modern Australia. We have formed this Equal Pay Alliance to promote equal pay and employment opportunity for all individuals in Australia.
Today, September 1st, is Equal Pay Day. On average, it takes women 14 months to earn the same amount that men earn in 12 months. Starting from the new financial year on 1st July, Equal Pay Day commemorates the day when women?s earnings "catch up" to men?s. With your support, we pledge to work towards the eradication of unequal pay through the provision of genuine choices and opportunities for women. In particular we will campaign for:

- Meaningful reporting by employers of equal pay and employment opportunities;
- Regular independent monitoring and reporting to the Australian Parliament of progress to achieve gender equality, including progress towards achieving equal pay;
- A greater role for government agencies in auditing, promoting and implementing equal pay and employment opportunity programs in workplaces;
- Proper valuation and funding of wages and conditions for work traditionally carried out by women;
- Better regulation of flexible work arrangements for women and men with caring responsibilities and increased protection from discrimination on the grounds of family and carer responsibilities;
- Improved quality, accessible and affordable childcare including after school hours and vacation care; and
- Improved equal employment opportunity practices in workplaces including accredited work related training and professional development.
We look forward to the support of the Rudd3 government, employers and the community to achieve these reforms so our daughters won?t need to work an extra two months to earn as much as their brothers.

Yours sincerely,

Members of the Equal Pay Alliance (thus far)
Assoc/Prof Patricia Todd, Faculty of Business, UWA Business School
Association of Women Educators (AWE)
Australian Council of Trade Unions (ACTU)
Australian Women?s Coalition (AWC)*
Business and Professional Women Australia (BPW)
National Council of Women Australia (NCWA)
National Foundation of Australian Women (NFAW)
National Pay Equity Coalition (NPEC)
Professor Alison Preston, Graduate School of Business, Curtin University
Robyn Gaspari (Conflict Resolving Women?s Network)
Sara Charlesworth RMIT
Security4Women*
Sex Discrimination Commissioner
South Australia Working Women?s Centre
The Women and Work Research Group (WWRG)
The Work and Organisational Studies Student Society, University of Sydney (WOSOC)
VIEW clubs of Australia
Women in Adult and Vocational Education (WAVE)
Women?s Electoral Lobby (WEL)
Women?s Information (WIRE)
WomenSpeak Network*
Work and Family Round Table
YWCA
2020Women

(* representing over 70 organisations)





Case Questions:
1. What explanations are given by this alliance to account for the gender-wage gap? What evidence is used to support this? Is it convincing? Why or why not? You might also like to look at the submissions made to Fair Work as part of the equal remuneration case. Submissions were also made by employers and employer associations http://www.fwa.gov.au/index.cfm?pagename=remuneration&page=introduction
2. EEO legislation already requires reporting by employers. Why do you think the alliance is asking for even more reporting?
3. The alliance is campaigning for a number of new provisions to ensure equity. Pick one (1) and discuss how employers might incorporate this provision into their Diversity Management practices.

Instructions:

Explain what the law means and how it affects the day-to-day operation of the workplace. Provide detailed analysis of one employment law and five scholarly resources to support your conclusions in a bibliography. Relevant news articles are acceptable. Citations are formatted according to APA (5th ed.) Style and Formatting guidelines.

For this assignment, you write an paper of 3pages that analyzes an employment law. To begin, choose one of the two employment laws below and then examine the law and legislation in detail using the Library. Demonstrate a solid interpretation of the selected law and provide details on how this employment law helps achieve organizational goals as to:

Describe and analyze a key legislative or legal action in employment law (chose one from below).

Summarize and analyze research that supports the analysis of the selected employment law.

Analyze how the legal actions help achieve organizational goals and synthesize how it impacts the organization.

Age Discrimination in Employment Act.

Equal Pay Act.

Note: The Lexis Nexis database may be a good starting point.

I am need essay addressing womans equality month" the right to vote is theme " how that campaign was the forefront of have given woman the opportunity to try gain equal rights in us military and society...the new job opens to woman in the army and the president signing the act to allow woman to receive equal pay. times new roman double space and font size 12

I would like to present the most current information in reguards to equalities in the work place relating to women. Sexual harassment, Equal pay for equal work, Comparable worth, Glass Ceiling.ect.

Explain the history of women's suffrage to the modern day women's movement following the outline. 600 words minimum, no sources are to be used.




I. Early Womens Political Movements
a. Womens role in World Antislavery Convention
b. First womens rights convention

II. Womens Suffrage Associations
a. National Woman Suffrage Association (1869)
b. American Woman Suffrage Association
c. The Congressional Union
d. National Organization for Women (NOW)

III. Gender-Based Discrimination in the Workplace
a. Equal Pay Act of 1963
b. Title VII of the Civil Rights Act of 1964

IV. Women in Politics Today
a. Women in Congress (2001-Present)

Consolidated Chicken Products



Sam Jones had looked forward to his new job at Consolidated Chicken Products. When he took the job as personnel director three months ago, it had all seemed so perfect. He never dreamed that he would face a decision that might cost him his job.



Sam Jones earned his B.A. in psychology from the University of Wisconsin and M.B.A. from Penn State University. After his graduation he took a job with Kelloggs in central Michigan. It was an entry-level personnel position, but the job-rotation management training allowed him to get his feet wet in a number of different areas of personnel: selection, compensation, training, and Equal Employment Opportunity.



After having rotated through the one-and-a-half-year training program, Sam decided to settle into the compensation area. For the next couple of years he was involved in all aspects of compensation. He had performed a number of job evaluations, but been integrally involved in designing the benefit package for the production workers, and had gained valuable experience in designing executive compensation packages. It was this experience that landed him the job as personnel director at Consolidated Chicken Products (CCP).



CCP was a family-managed and ??"owned firm that produced chicken products. John Birchwood, Sr., was the principal owner and chief executive officer of the company. His oldest son, John, Jr., was the president of the company, while his daughter Susan and youngest son, Brian, were in charge of the company newsletter and the processing plant respectively.



The company owned the farms on which the chickens were raised as well as the processing plant where they were slaughtered and packaged. The company was started by John, Sr., over 15 years ago, but the companys rapid growth did not begin until five years ago. Sales last year had been just over $20 million, which was a 20 percent increase over the year before. In addition, they expected another 20 percent increase for 1985. Although the sales were increasing, the return on investment was not. This was due to the companys strategy of keeping the price competitive. They felt that as the market would continue to grow, they could increase their sales through their low price. This strategy had also kept the company from being very cash rich. Most of the profits were funneled back into the plant in the form of new technology.



Two factors explained the growth in CCPs sales. First, the countrys newfound concern with health had increased the demand for chicken. Second, recent technological advances in the processing plant, combined with their utilization of low-priced labor, had enabled the company to maintain its low price strategy, which had paid off so far.



The work force was also growing, especially in the processing plant where there were now 120 employees. It was more the technological change, however, than the work force growth that necessitated bringing in a personnel director. The changing technology had also changed the content of some of the jobs, and the company felt that a compensative system needed to be developed. They were not interested in developing selection tests since most of the applicants were friends or relatives of the present employees. In addition, they saw little need for developing any selection systems since the labor market was very favorable from the companys standpoint. The unemployment level was about 10 percent.



The first month of work seemed very uneventful, as Sam was just learning to find his way around. It was not until the second month that he really began to get to work on the compensation system. As he studied the jobs, it appeared that they seemed to fall into three labor grades with about equal numbers of people in each grade. At the beginning of the third month, while in the process of performing the job evaluation, he discovered two very interesting issues. First, of the 100 production workers in the plant, 30 were female. All of the women were being paid about 60 percent as much as their male counterparts. For example, on one job, the man performing it was being paid $11.23 while the woman doing the exact same work was paid only $7.55. (See Table 1.)



The second issue dealt with the pay of the women in the office. When looking at the secretarial jobs (which were entirely staffed by women), the job evaluation showed the jobs to be worth 425 point. Although this was based on a separate job evaluation system that was only examining office jobs, under the plant system this point total would fall into the high range of plant labor grade 1. This labor grade had a pay range of $7.05 to $10.50 and yet the average pay for the secretaries was $7.15 with a high of $7.35. (See Table 2.)



He brought up the pay discrepancy between males and females to John, Sr. Fred seemed completely unconcerned. Oh, dont you worry about that, Sam. Heck, were paying them more than they could make anywhere else in this area. If you ask them, theyll tell you that theyre satisfied with their wages. In a way, Sam knew that John, Sr., was right. The unemployment rate in the area for women was about 25 percent, and even those who were employed usually worked for minimum age. With regard to the issue of the pay of the secretaries, John, Sr., said basically the same thing. He felt he was paying them more than a fair wage.



Sam was faced with a decision. It seemed that he had three options. First, he could let things go on like they were, and everyone would be happy but himself. Second, he could try to convince the company to change its practice, but he felt strongly that his would do no good. Finally, he could take the role of a whistle-blower by calling in the EEOC to investigate the situation.



TABLE 1

Results of Job Evaluation for Plant Jobs

Labor

Grade


Points


Pay Range


Average

Men


Average

Women

1


351-450


$7.05-10.50


$10.02


$7.05

2


451-550


$7.25-11.00


$10.57


$7.25

3


551-560


$7.55-11.75


$11.25


$7.50



TABLE 2

Results of Job Evaluation for Office Jobs

Labor

Grade


Points


Pay Range


Average

1


301-400


$6.65-7.15


$6.75

2


401-500


$6.85-7.35


$7.15




Please answers these questions:

1. Is there a reasonable basis for believing that the company is discriminating against women? If so, explain what it is and if not, explain why not.

2. Is there reason to believe that women could file an equal pay lawsuit? If so, explain the reason and if not, explain why not.

3. What additional information would be useful in determining the answer to question 2?

4. What would be the consequences of each of Sams options to all of the people involved (e.g., women, men in the plant, the company, his family)?

5. How has the companys strategy affected its human resource policies?

6. How should cultural norms affect compensation systems?

7. Should satisfaction with the pay be the only criterion for evaluating the compensation system? If yes, why should it be and if no, what other variables should be considered?

Have Gender gap wages made any improvement? What areas in the workforce that men and women receive equal pay? What fields do women excel in opportunities for advancement in the workforce? What careers are the best for women and which careers are the worse? Which careers are considered male dominated and how does the military view women in job possibilites? Does a college education make a difference and if so what areas should women be looking at? For every dollar that a man earns, what does the woman earn? Does being a minority play a role in the pay scale?

I am from the UK and this is an assignment of the course called "Introduction to Human Resources and Marketing"

The two parts should be approximately 2500 words in total. Since each half consists on 50%, please do 4 pages for part one and 4 pages for part 2.





Part 1 (50%)
You have recently been appointed to the Human Resources Department of a medium sized company that operates a production facility and call-centre for internet sales in the city of Salford (in the UK). You have been asked by the board to modernise the companys employment practices and procedures to ensure that they comply with all current laws.
In particular you are requested to produce the following documents;

1 A recruitment and selection procedure
2 An Equality and Diversity policy.
3 A standard contract of employment.
4 Disciplinary and Grievance procedures for the company.


To accompany each document you should include an explanation of the rationale behind them and any major legal issue likely to occur.




Part 2 (50%)
After introducing the new procedures the following problems arise. How do you think the organisations HR department should deal with them?

1
Pamela is a senior technician in the IT department and she is graded at level 6 in the company pay scheme, which has been agreed through collective bargaining with her trade union Unite. The Unite union represents all technical staff at the company and has agreed that senior technicians in the engineering department are graded at level 7 which carries a salary of 5000 more than grade 6.
Pamela has asked for a re-grading of her post to grade 7 as she feels that the work she performs for the company should be classed as work of equal value under the rules of the Equal Pay Act. Her argument is based on the fact that the entry qualifications for both posts are a good first degree and more importantly the majority of engineering technicians are men and IT technicians are women.
Does she have a case and does the fact that there is an agreement between the organisation and its trade unions override any such claim?


2
The IT department manager Tariq, who has been with the company since it started 17 years ago, has found it increasingly difficult to keep up with the pace of change in the current market. It was decided that a deputy should be appointed and the company was very pleased that Jeremy, a PhD from Manchester University, was appointed. He arrived with lots of new ideas and enthusiasm and he took control much of the development work from the department manager.

Over a period of time Jeremys behaviour and attitude to the job changed and Tariq suspected that it was drink related. After making discreet enquiries Tariq found that Jeremy was going to the pub most lunchtimes and it was in the afternoon that most of his mistakes were being made. Because they had become friends Tariq tried to protect Jeremy and had on a number of occasions sent him home early as he clearly was not capable of doing his job properly. None of this was reported to the HR division.

In recent weeks Jeremy has rung in sick on Monday mornings and has done so again today, a day in which all the monthly reports need completing. Jane is the only other person capable of writing these reports and she has asked for the afternoon off work to take her brother to the airport as he is emigrating to Australia. Tariq ha, reluctantly, told she must stay and complete the job. Janes response is to say you let your lazy drunken friend take days off and we all see you sneaking him out when he is too drunk to do anything but wont let me take a few hours off ??" well I dont care Im going anyway and I dare you to do anything about it

Tariq comes to you as the HR manager asking for advice and tells you everything. What should you do?




3
One of your employees, returning from his summer holidays has been arrested and charged with air-rage offences. He had an argument with a fellow passenger on a plane punched him in the face and when a crew member intervened he pushed her causing her to fall and bang her head on a seat frame causing minor concussion. The employee intends to plead guilty and, as a result, could go to prison for anything up to three years. His solicitor has contacted the company for a character reference. Whilst you agree that this person has been an excellent employee for many years and has an unblemished disciplinary record you feel that rather than writing a reference you should be dismissing him for bringing the company into disrepute.
You need to seek advice on what to do in law. What is the outcome of that advice?

In each of your answers refer to relevant legislation, industry good practice and case law to support your arguments.

(Because I am in the UK, please use British relevant legislation etc.)

There are faxes for this order.

What was the purpose of the Equal Pay Act of 1967? Has the law accomplished its purpose? Why or why not?

What is meant by the term glass ceiling? Who is impacted by it? What can companies do to help break the glass ceiling?


*** Writer I am not permitted to use sources from Wikipedia.

Case 5 - Legal Environment/Total Rewards
Written Essay Assignment/Requirement:

Discuss how laws affect the wages that employees are paid. Bring in specific private-sector examples as appropriate.

Do laws interfere with or complement an employer's goal of using pay plans to recruit, motivate and retain employees? Please discuss.


Required Reading Materials - Please start this assignment by reading the below background reading, especially Chen and Hsieh's article on total rewards

Employment Laws and Employee Rewards:

1. Lilly Ledbetter Fair Pay Act
2. Fair Labor Standards Act
3. Equal Pay Act
4. Davis-Bacon Act
5. McNamara-O'Hara Service Contract Act
6. Walsh-Healey Public Contracts Act

Atkinson, W. (2009, November). Filling in around the edges. HRMagazine, 54(11), 55-58. Retrieved February 29, 2012, from ABI/INFORM Global via Proquest (Document ID: 1894138951).

Chen, H., & Hsieh, Y. (2006, Nov/Dec). Key trends of the total reward system in the 21st century. Compensation and Benefits Review, 38(6), 64-71. Retrieved June 6, 2012, from Proquest.

Simon, T. M.; Traw, K.; McGeoch, B.; & Bruno, F. (2007, Summer). How the final HIPAA nondiscrimination regulations affect wellness programs. Benefits Law Journal, 20(2), 40-44. Retrieved June 6, 2012, from Proquest.

Assignment Expectations:

This paper should demonstrate your understanding of how laws affect employee wages.

This paper should demonstrate your ability to use examples to demonstrate your understanding.

This paper should demonstrate your understanding of how laws affect the compensation of employees.

Thispaper should demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing upon your background reading and research.

Bring in other private-sector employers' HRM activities, systems, practices and procedures as examples that fit into your assignment discussion.

Complement your Internet searching with library searches and be sure to bring in information from the background readings.

Information Literacy: Evaluate resources and select only library/web-based resources that provide reliable, substantiated information.

Give authors credit for their work. Cite sources of borrowed information in the body of your text as footnotes, numbered end notes or APA style of referencing.

Prepare a paper that is professionally presented (including a cover page, a "List of References," headings/subheadings, and a strong introduction and conclusion). Proofread carefully for grammar, spelling and word-usage errors.

I need short answers to the following 10 questions. I will provide a powerpoint presentation for reference material. Thank you.

1. What is the difference between direct and indirect financial compensation?
2. Pay for each individual in the United States is set relative to 3 groups. Name them and explain why each is important.
3. What is pay satisfaction? Why is it so difficult to measure it and to relate it to a compensation system?
4. Linking pay and productivity has been around since the days of the Babylonians. How much do we really know about the relationship?
5. What is the difference between equal pay and comparable worth? Why are these concepts so important?
6. In locating a new office that would employ about 300 employees how would compensation play a role in making the decision for where the new office should be located?
7. How would you go about deciding if a pay survey you want to buy had the necessary characteristics to be useful in your organization?
8. Define the pay-structure decision. What is job evaluation, and how does it help managers build a pay structure?
9. Do you believe that outsourcing is here to stay or is it a passing fad? Explain.
10. Define the term broad-banding. How does it relate to traditional job evaluation outcomes like pay ranges and classes?

Final Project
Throughout the course, you learned about the various roles and responsibilities of
Human Resource Managers and had an opportunity in Units 4 and 7 to complete a case
analysis that applies to the topics presented in that Unit. Similarly, your final project
consists of a compilation of three case studies (listed below) from the text.
For all of the questions below, you will need to follow the minimum guidelines for writing,
and you will also be graded according to the Grading Rubric outlined in the Course
Syllabus.
Use the Case Study Analysis Template provided in the Doc Sharing area of the
classroom to guide your writing.
From Chapter 1 ??" Read Case Study 2: Florida Company Fastens Its Sights on
Global Growth on pp. 43-44 of Managing Human Resources. Answer the following
questions. (Careful: These are not the same questions found in the Case Study.)
QUESTIONS
1.1 Evaluate three elements that impact Professional Products growth strategy as they
relate to the recruitment, hiring, and retention of employees. Cite relevant supporting
examples from your course materials and this case study to develop your evaluation
efforts (Course Outcome 2).
Checklist
1. Assess the organizations strategies for employee selection in the hiring process
and subsequent retention efforts.
2. Evaluate the three elements of the professional studies criteria.
3. Decide what strategies; if employed; would keep the organization from
downsizing.
4. Evaluate the role that HR plays when maintaining healthy relationships between
the organization and its employees while facing changes (e.g.; possible
outsourcing of production of materials) in the marketplace.
1.2 Explain what other HR strategies, in addition to training employees for other jobs,
the firm might employ to maintain its relationship with its domestic employees. Cite
relevant supporting examples from your course materials and this case study to develop
your explanation (Course Outcome 4).
Checklist
1. Describe cross-training and its impact on keeping employees at Professional
Products viable and employed.
2. Interpret each step of the training process and its relevance to the need for highly
specialized employees.
3. Identify what new HR strategies Professional Products might employ to ensure a
productive work force if they are forced to outsource work. (Remember the
company is committed to not losing any jobs in the event of outsourcing.)
4. Summarize domestic and global markets as they relate to the possibility that
Professional Products may have to outsource some of its work to Mexico or
Honduras.
From Chapter 6 ??" Read Case Study 1: Nike: Hiring Gets Off on the Right Foot on
pp. 284-285 of Managing Human Resources. Answer the following question.
(Careful: This is not the same question found in the Case Study.)
QUESTION
2. Identify possible Equal Employment Opportunity (EEO) laws or industry standard
employment practices that may be in violation concerning this case study. Cite relevant
supporting examples from your course materials in determining whether laws or
practices were violated or not (Course Outcome 1).
Checklist
1. Identify five of the steps involved in the hiring process for Nike.
2. Explain five instances where Nike followed good Human Resource Management
practices in the recruitment and hiring of employees.
3. Explain the purpose and value of testing potential candidates using examples
from course materials to support your work.
4. Summarize if the hiring practices of Nike violate any Equal Employment
Opportunity (EEO) laws or industry standard employment practices; if yes or no
cite supporting examples from your course materials or case study.
From Chapter 9 ??" Read Case Study 1: Pay Decisions at Performance Sports on p.
430 of Managing Human Resources. Answer the following question. (Careful: This
is not the same question found in the Case Study.)
QUESTION
3. Discuss what factors and resources Perkins and Balkin should consider when setting
the wage for the purchasing agent position. Cite relevant supporting examples from
your course materials and this case study to develop your discussion (Course Outcome
3).
Checklist
1. Examine factors to consider regarding differing methods of structuring wages and
compensation.
2. Analyze the merits of a pay-for-performance compensation package for the new
purchasing agent position versus a traditional hourly wage.
3. Examine issues regarding equal pay as they relate to pay-for-performance
compensation for one employee and hourly wages for other employees. (Would
Perkins and Balkin be forced to do one or the other compensation plan or can
they do both methods simultaneously?)
4. Discuss the personal benefits and the steps involved in a high performance work
system.
To successfully complete the Final Project, the following are the minimum
requirements:
Each case study analysis should be approximately 1??"2 pages in length. Overall, the
body of the final project should be approximately eight (8) pages in length.
Use Times New Roman font style, 12-pt font size, double-spaced, and indent the
first line of each paragraph five spaces.
Include a title page, in-text citations, and a reference list.
Include an introductory paragraph (at least five sentences), a body, including your
analysis and recommendations (several paragraphs), and a concluding
paragraph (at least five sentences).
Demonstrate your understanding of the information presented in the weekly reading
assignments by defining terms, explaining concepts, and providing detailed
examples to illustrate your points.
Include frequent references to your reading assignments or other valid and reliable
sources of information to reinforce and support your own thoughts, ideas, and
statements.
Limit the use of direct quotations - instead, paraphrase and cite the author's work.
Cite a minimum of one source other than the textbook in total for this final project.
Directions for Submitting Your Project
Before you submit your project, you should save your work on your computer in a
location and with a name that you will remember. Make sure your project is in the
appropriate format (Word, Case Study Template located in Doc Sharing), then, when
you are ready, you may submit on the Dropbox page.
Grading Rubric ??" Projects
Project Grading Criteria
Grade Content, Focus, Use
of Text/Research
Analysis and Critical
Thinking
Writing Style, Grammar,
APA Format (when
assigned)
% 50% 30% 20%
90-
100%
Response
successfully answers
the assignment
question(s);
thoroughly uses the
text and other
literature.
Response exhibits
strong higher-order
critical thinking and
analysis (e.g.,
evaluation).
Sentences are clear,
concise, and direct; tone
is appropriate.
Grammatical skills are
strong with almost no
errors per page. Correct
use of APA format when
assigned.
80-
89%
Response answers
the assignment
question(s) with only
minor digressions;
sufficiently uses the
text and other
literature.
Response generally
exhibits higher-order
critical thinking and
analysis (e.g., true
analysis).
Sentences are generally
clear, concise, and direct;
tone is appropriate.
Grammatical skills are
competent with very few
errors per page. Correct
use of APA format when
assigned.
70-
79%
Response answers
the project
assignment(s) with
some digression;
sufficiently uses the
text and other
literature.
Response exhibits
limited higher-order
critical thinking and
analysis (e.g.,
application of
information).
Sentences are
occasionally wordy or
ambiguous; tone is too
informal. Grammatical
skills are adequate with
few errors per page.
Adequate use of APA
format when assigned.
60-
69%
Response answers
the assignment
question(s) but
digresses
significantly;
insufficiently uses
the text and other
literature.
Response exhibits
simplistic or reductive
thinking and analysis
but does demonstrate
comprehension.
Sentences are generally
wordy and/or ambiguous;
tone is too informal.
Grammatical skills are
inadequate, clarityand
meaning are impaired,
numerous errors per
page. Inadequate use of
APA format when
assigned.
0-
59%
Response
insufficiently
answers the
assignment
question(s);
Response exhibits
simplistic or reductive
thinking and analysis
and demonstrates
limited knowledge on
Sentences are unclear
enough to impair
meaning; tone is
inappropriate and/or
inconsistent. Grammatical
insufficiently uses
the text and other
literature.
the subject matter. skills are inadequate for
college level.
Unacceptable use of APA
format when assigned.
There are faxes for this order.

INSTRUCTIONS: Question A is required. Choose 5 of the remaining questions. Write a complete answer to each question. Answer all parts of each question and provide a detailed legal analysis of your answer. Clearly state the applicable law (ie. statutes such as Title VII and/or cases such as Griggs v. Duke Power) and any assumptions.

The paper must be in the following format: (1) Double-spaced (2) Use appropriate APA citation within the text of the paper (Cite the paper as APA (Seen, 2013, p. ____ ).3) Clearly state the applicable law.

Write the paper in an objective manner. Avoid excessive comments that begin with ?I think.? Focus on facts, law, and reasoned analysis.

Sample of Laws and cases to consider are the following:

Title VII 1964 and Procedures and remedies

Onacale v. Sundowner offshore Services, inc

Pay Equity and Age Discrimination

Equal pay act
ADEA
Zippittelli v. J.c Penney Company, inc

Disability Discrimination
Rehabilitation Act of the ADA
Huber v. Wal-mart Stores, inc

Employment Relationships
At will employment law

Studebaker v. Nettie?s Flower Garden, inc

The National Labor Relations Act
Employer unfair labor practices

Dispute Settlement Law and Privacy law
EEoc V. Waffle House inc
Deal v Spears

Occupational Safety and Health Law
Wage and Hour Law









REQUIRED QUESTION:

A. Ms. Riyadh is employed as an account executive with ABC Advertising (?ABC?). ABC is a national marketing and advertising firm specializing in domestic and international advertising. ABC has its corporate headquarters in this state and represents many major public and private corporations throughout the United States. Ms. Riyadh began working with ABC as a summer intern during her senior year in business school, and was hired as a full-time employee after receiving her M.B.A., with honors, from the University of Michigan in 1978. Ms. Riyadh has been employed with ABC at its office in the state capital since 1978. During her employment, she has won three national awards for her work.

For several reasons, Ms. Riyadh believes ABC has illegally discriminated against her and she now wants to sue the company. She says the company's practice has been to promote employees from within. Ms. Riyadh states that despite receiving "outstanding" performance evaluation ratings each year she has worked there, she has never been promoted since she was hired and has been repeatedly passed over for any promotions.

She also says that all of the male employees who were hired between 1978 and 1988 in the same classification as hers have been promoted from one to four times and earn significantly higher salaries. In addition, none of these employees has won any national awards, and a few of these individuals are marginal employees. She notes that three women have been promoted since she was hired, but points out that men greatly outnumber women in all positions at ABC.

ABC responded to a preliminary inquiry by asserting that Ms. Riyadh was not promoted because she doesn't "fit the image" that is right for the higher positions. ABC claims the higher positions have high visibility, require extensive travel, and have greatly increased client contact, including presentations before corporate and professional groups. ABC argues that Ms. Riyadh is a very plain woman, that she refuses to wear make up or adornments of any kind, other than a head scarf, that she is very religious and takes a daily "prayer and meditation" break during her lunch break, and that her religious beliefs prohibit certain types of "fraternizing," such as drinking alcoholic beverages and eating certain foods. ABC officials state that while Ms. Riyadh is a good employee, they do not believe she is "qualified" to represent ABC in certain capacities. ABC argues that in the advertising field, it is essential that higher "administrative" employees project a polished appearance and engage in social and fraternal activities in order to obtain and conduct business.

Ms. Riyadh states that ABC is discriminating against her. She argues that these factors are not relevant to her ability to perform in any of the higher positions, and that ABC is simply using other rationales as a ploy to justify discriminating against her. She further states that when ABC hired her, she was advised that if she did a good job, she could expect to be promoted to the position of account vice-president within two years.

Ms. Riyadh seeks damages for lost wages and benefits. She also wants a court order directing ABC to promote her to a higher position. Analyze Ms. Riyadh?s case. Identify all potential claims and any defenses available to ABC.


B. ANSWER 5 OF THE FOLLOWING QUESTIONS clearly state the applicable law

1. Unified Postal Services (UPS) is a private corporation which provides mail services to the public. UPS has been sued by a class made up of all deaf employees. These employees claim to have been discriminated against based on their disability. UPS provided training to all employees on security and safety in handling mail, including packages. The training included several videos on Anthrax, after several workers were injured by packages containing the lethal substance. The deaf workers claim that UPS never provided interpreters or videos with subtitles. UPS claimed that it did not have to provide accommodation to the workers because they were able to view the videos and watch the demonstrations on handling packages. The company claims that the workers are not disabled for the purposes of handling packages. Will the employees win the case?


2. Bob Smith, a member of the electrical workers' union employed at Saturn Company, had a history of tardiness and absenteeism. One morning, he had car problems which delayed his arrival at work. When he finally arrived at work, Bob was told that he was fired. The union filed a grievance on Bob's behalf, objecting to the discharge. In accordance with the collective bargaining agreement, an arbitration hearing was held. The arbitrator, after weighing testimony and evidence, ordered Bob reinstated with back pay. The arbitrator found that Saturn had not properly and objectively investigated Bob's car problems and therefore did not have just cause to fire him. Saturn refused to reinstate Bob in compliance with the arbitrator's award. Bob and the union petitioned the U.S. District Court to enforce the arbitrator's award. Saturn petitioned the court to overturn the arbitrator's decision, claiming that, based on the evidence, the dismissal was unquestionably for just cause under the labor agreement. Should the court grant Saturn's request and overrule the arbitrator? Explain your answer.

3. Martha has applied for a job as a stock clerk, at Good Food Supermarket. During her interview, she reveals to the interviewer that at some point in the next ten months she will need to undergo surgery to remove a tumor in one of her vertebrae, and that even if the surgery is successful, her post-operative range of movement could be severely limited. The job requires a good deal of lifting and a wide range of movement, in order to place goods on the shelves. The interviewer decides not to hire Martha because she may not be able to perform the job after the surgery. Martha files a claim against Good Food Supermarket. Does she have a valid claim? Explain your answer.

4. Muhammad, an Arab-American high school student, had a job after school in a fast-food restaurant, Eddy?s BBQ. A few co-workers started asking him why his ?cousins? bombed the World Trade Center. Muhammed ignored their taunts. Then a manager began to add comments such as, ?Hey, Muhammed, we?re going to have to check you for bombs.? Muhammed felt humiliated and angry. Soon after, he was terminated for accidentally throwing away a paper cup that the manager was using. Muhammed suspects that his religious and ethnic background was the reason he was fired. Muhammed has filed a claim with the EEOC. What will be the result in this case?

5. Patsy is a waitress at Tom?s Irish Pub. She complains to her boss, Tom, that Simon, a frequent patron of the restaurant, has been making comments to her with sexual innuendos. Patsy details Simon?s activities to Tom, and requests that Simon be asked to stop. She also requests that another waitress be assigned to Simon?s table. Tom, the restaurant owner, says he will look into the matter. Tom is afraid to upset Simon, who is one of the restaurant?s best customers. Tom puts the matter off for a few weeks. When he finally gets around to dealing with Simon, he politely asks Simon if he can ??go a little easier on Patsy.? Tom ignores Patsy?s request to be relieved of any obligation to wait on Simon. Does Patsy have a claim against Tom?s Irish Pub? Explain your answer.

6. Paul Jones was an operations manager at the Wallsbury Company. His employment status was that of an employee at will. Jones received certain email messages at home, and he replied to his supervisor by email. His email messages contained some provocative language, including a reference to "kill the backstabbing jerks" and a reference to the "Jim Jones Koolaid affair". Later Jones was given 2 weeks notice of his termination and he was told that his email remarks were inappropriate and unprofessional. Jones believes he is a victim of invasion of privacy because the email messages caused his termination and the company had promised that email communication would not be intercepted and used as a basis for discipline or discharge. The company denies that it intercepted the email messages and points out that Jones himself send the unprofessional comments to his supervisor. Who should win the case ? Jones or Wallsbury Company? Why?

7. Dr. C. Brown, was an employee of Mars Pharmaceutical Products Inc. and was severely injured and hospitalized when a vat used in the production of AAXXN, an anesthetic ingredient, overflowed, spraying toxic chemicals into the immediate area. Brown, an employee with 20 years experience was tending the vat at the time of the overflow. OSHA inspector James Johnson was dispatched to investigate the incident. Johnson spoke with some employees who helped wash down Brown. A fellow employee who saw Brown after the accident told Johnson that Brown was "covered from head to toe with chemical, including his head and mouth." Brown's supervisor told Johnson that it was "company policy" that the vat operator wear a respirator, chemical goggles, and gloves. Although no one testified as to exactly what type of protective gear that Brown was wearing, the OSHRC found Mars in violation of a specific regulation that compels an employer to make sure that an employee engaged in an operation like Brown's is wearing full-body protective gear, including boots, chemical retardant clothes, a full face shield and a self-contained breathing apparatus.

Mars appealed this decision to the court of appeals, claiming that there was not enough evidence to support a citation for a violation of the chemical clothing requirements as no one testified exactly as to what Brown was wearing. What factors should the court consider when deciding whether to enforce or vacate an OSHRC decision? Should the court set aside this OSHRC decision? Why or why not?

8. Sam has been turned down for a job as an ambulance driver because he is age 65. The rationale is that most individuals his age have certain health related characteristics that legitimately exclude them from effective service as ambulance drivers. Sam was never individually evaluated to determine whether he possessed the disqualifying characteristics. Does Sam have a claim against the hiring company? Explain why or why not.

9. A video camera aimed at the factory floor where U.S. Postage stamps are printed records what appears to be Murray, a line employee, stealing sheets of stamps from the production line. Based on the tape, factory officials search Murray's locker and find the stolen stamps. Murray challenges the search as unconstitutional. Is the search legal? Why or why not?

10. Bob Cash is the manager of People First Bank ("People First"). One day, Bob received a call from one of the bank's largest customers ? Million Dollar Construction ("Million Dollar"). The CEO at Million Dollar asked Bob to send an account representative from the bank to discuss some new loans for Million Dollar. This is a very important customer and Bob wants to make sure he does everything to satisfy their business needs. Bob sends his top-performing account representative, Joe, to meet with the CEO. Shortly thereafter, Bob receives an angry phone call from the CEO, who claims he does not do business with anyone who is not Caucasian, and Bob should not have sent Joe, who is African-American, to meet with him. Since this customer is worth millions of dollars to the bank, Bob sends another representative, James, who is Caucasian, to meet with the CEO. James is able to extend several large loans to Million Dollar and receives a large commission. Joe sues People First because he did not receive the commission. Evaluate Joe's claim and discuss any damages that he may receive as a result of his claim.

I need an analytical paper on..
1. How does womens unpaid labor in the home maintain systems of oppression?
2. Why has legislation requiring equal pay and prohibiting discrimination failed to
bring about equality for women in the workforce?

and on the second page answer the following questions. It does not have to be in essay form. I am going to include the transcript from the nickle and dimed video.

1. What do you think about the parameters Ehrenreich sets? Do you think
someone with her background will really be able to make it in the low-wage
world? Would she have been better off (just) interviewing women who really live
this lifestyle rather than trying to experience low-wage living?
2. What problems do you think Ehrenreich will encounter? Do you think she will be
successful?
Chapter 1
3. Is Ehrenreich confirming or disproving your expectations for her performance on
the job?
4. What biases do you think Ehrenreich brings to the low-wage world? Do they
affect her evaluation of her experience?
5. Do you think Gail will be able to continue living in the trailer that Ehrenreich gives
her? What problems might Gail face in the future?
6. What is the advantage of working for Merry Maid if you are only paid $6.65 an
hour and independent house cleaners are paid $15 an hour? What difficulties
might someone encounter if she decided to work independently? Why do you
think other women stay with the maid service for so long? Why dont they
demand higher wages?
7. Do you think the other women that work at Merry Maids have the same reaction
as Ehrenreich to how they are treated when they go to the grocery store after
work?
8. Ehrenreich portrays Holly as frail and victimized by her husbands uncaring
demeanor. She is also victimized by Ted. Do you think Ehrenreich renders a
simplified version of what is potentially a much more complex Holly?
9. Ehrenreich tells us that Caroline and her family are officially middle-class.
Middle-class has been, historically, a value-laden term. What does it mean to be
middle-class in America?
10. Ehrenreich critiques the drug-test aspect of the job application process. Do you
think this test discriminates based on class? Do you think it is necessary
component for employment?


Nickel and Dimed ??" On (Not) Getting By In America
By Barbara Ehrenreich

Slide 1
[No Audio]
Slide 2
[No Audio]
Slide 3
We see some definitions here of nickel and dimed. Also another is when one is
charged a little bit at a time until the expense grows beyond expectation. That is called
being nickel and dimed.
What spurred Barbara Ehrenreich on was recent welfare reform during this period. 2001
was when she conducted this experiment. The welfare reform really impacted the
working poor in the United States. She wanted to pose a hypothetical question that
should be of daily concern to Americans and that is how difficult it is to live on minimum
wage jobs. For the lower class, what does it take to match the income one earns to the
expenses one must pay? Nickel and Dimed became a best seller and it helped to
restart a dialogue and you know thats the beginning of change. Restart a dialogue on
the current state of American work, American values and the consequences of letting a
national emergency remain unacknowledged for too long. Another important issue for
Ehrenreich as she presented herself as a recently divorced homemaker was she was
going to try to support herself on wages, that because of this welfare reform, would be
offered to 4 million women who were about to be booted back into the labor market
because of these new reform requirements - many women who had to support children.
Slide 4
Ehrenreich was quick to admit that she was going to do an experiment that had rules.
She was not going to go hungry. She wasnt going to be homeless. She was going to
have a car that would be paid for with her real life credit card. She was going to try to
take the best paying job and she was going to do her best to keep it. She would take
the cheapest accommodations she could find and the cheapest that offered an
acceptable level of safety. It did turn out that that deteriorated a bit over time.
What was the point of this experiment? I hope we all have consensus here and maybe
you saw it this way. She understood that she was not going to come out of this
experience knowing what it was really like to be a part of the working poor. She had real
life assets. She had bank accounts and IRAs and health insurance and she knew all
those were waiting for her so she really wasnt going to experience poverty. But she
also knew even though she had the comfort of knowing she was going to be ok, that it
was highly unlikely that she was going to succeed at her goal of matching income to
expenses. This was the point of her exercise.In 1998 when she conducted this exercise, the minimum wage was $8.89 an hour. That
would be needed to afford a one bedroom apartment. The odds were about 97 to 1 of a
typical welfare recipient getting a job that would pay that much. 97 to 1. Almost 30% of
the American work force worked for $8 an hour or less. 30% of the entire American
workforce worked for $8 or less. The point here is she wanted to be able to document
the fact that the working poor just could not make it on what they were living on.
Slide 5
She really considered this Portland, Maine job as the one that was the most successful
as far as what she could document particularly where the issue of housing was
concerned. She was working 7 days a week. She was earning $300 a week after taxes
and paying $480 a month rent - the cost of a motel room which was not the cheapest
available. She did decline, if you recall in the book, another circumstance where there
was a shared kitchen but there was an unknown man sleeping on the floor. That hotel
room would skyrocket to $390 a week during the summer tourist season. See, so many
of these people in poverty are living in hotels because they cant afford the deposit for
an apartment. She identifies the lack of affordable housing - housing that costs less
than 30% of income. Your housing should not cost any more than 30% of your income -
this being a primary problem for the working poor.
Slide 6
This book is still extremely popular. It carried a great impact during the period of 2000,
almost a decade ago when welfare reform was beginning to take effect. It affected
particularly so many women who were moving back into the work force ??" women with
little children. In reading the book, the characters that were portrayed were very real.
She did have these experiences. I think we are so blind in our comfortable middle class
lives, for most of us, that we have absolutely no idea how difficult it is for the working
poor in these substandard situationshow they try to survive and to pull themselves up.
Because of this book and other efforts we continue to critique and to reform different
systems in our society.
Well leave it here with this quote by Barbara Ehrenreich, In a successful society every
person would have enough good food to eat, comfortable safe housing, access to
education and health care. In a successful society every persons work would be valued
and each person would be valued more than the product of their labor. In a successful
society the welfare of all would be the bottom line.

You are to write a 3-page paper. State the question first and continue to answer. Do Not Use Outside Sources, Only Use materials that were faxed! You must quote from the materials in order to substantiate your points. And at all times when quoting use quotation marks, page number(s), author, year and APA format.

Discussion questions

1.What is tenure?
2.When may financial exigencies be applies in the removal of faculty?
3.Equal pay/comparable worth
4.Termination of tenured faculty for cause
5.Part-time faculty rights
6.Are faculty employers or employees

There are faxes for this order.

The paper should be about the inequality of women and men in the workplace and the various issues surrounding this. It should also be related to some of the ethical implications associated with this apparent injustice. Relate it more to the ethical aspects. What is justice? Most ideas of justice revolve around some type of equity or equality, including economic equality. The earning equality between the two genders in American society is well-documented. Does this make our society just or unjust? What should be done for this to change? For example, Pres. Obama signed into law the so-called "Lilly Ledbetter Act", mandating equal pay, but is this enough?

Write an essay outlining the process and the analysis of the topic question discussed.

Why has legislation requiring equal pay and prohibiting discrimination failed to bring about equality for women in the workforce? How do racism and sexism intersect in the experiences of women in the paid labor force?

Make sure that essay is not purely descriptive, but is analytical (answer the question "why" in responding). Essays that are thoughtful and display understanding of the issues.
Make sure to use sociological theories and resources to answer your essay question.

In your own words:
What is the status of civil rights as you see it in America. Using your historical references on civil rights, please address what issues we have resolved and where we stand today on equality of races, both in society and the eyes of the court.

Use all the historical reference below, Court cases, Judge Harlen Quotes and time line. This is just reference information.

The Civil Rights Cases, 109 U.S. 3 (1883), were a group of five similar cases consolidated into one issue for the United States Supreme Court to review. The Court held that Congress lacked the constitutional authority under the enforcement provisions of the Fourteenth Amendment to outlaw racial discrimination by private individuals and organizations, rather than state and local governments.
More particularly, the Court held that the Civil Rights Act of 1875, which provided that "all persons within the jurisdiction of the United States shall be entitled to the full and equal enjoyment of the accommodations, advantages, facilities, and privileges of inns, public conveyances on land or water, theaters, and other places of public amusement; subject only to the conditions and limitations established by law, and applicable alike to citizens of every race and color, regardless of any previous condition of servitude" was unconstitutional.
The decision itself involved five consolidated cases coming from different lower courts in which African-Americans had sued theaters, hotels and transit companies that had refused them admittance or excluded them from "white only" facilities.
The Court, in a decision by Justice Joseph P. Bradley, held that the language of the 14th Amendment, which prohibited denial of equal protection by a state, did not give Congress power to regulate these private acts. The Court also acknowledged that the 13th Amendment does apply to private actors, but only to the extent that it prohibits people from owning slaves, not exhibiting discriminatory behavior. The Court said that "it would be running the slavery argument into the ground to make it apply to every act of discrimination which a person may see fit to make as to guests he will entertain, or as to the people he will take into his coach or cab or car; or admit to his concert or theatre, or deal with in other matters of intercourse or business."
Justice Harlan challenged the Court's narrow interpretation of the Fourteenth Amendment in his dissent. As he noted, Congress was attempting to overcome the refusal of the states to protect the rights denied to African-Americans that white citizens took as their birthright:
"My brethren say that when a man has emerged from slavery, and by the aid of beneficient legislation has shaken off the inseparable concomitants of that state, there must be some stage in the progress of his elevation when he takes the rank of a mere citizen, and ceases to be the special favorite of the laws, and when his rights as a citizen, or a man, are to be protected in the ordinary modes by which other men's rights are protected. It is, I submit, scarcely just to say that the colored race has been the special favorite of the laws. What the nation, through Congress, has sought to accomplish in reference to that race is, what had already been done in every state in the Union for the white race, to secure and protect rights belonging to them as freemen and citizens; nothing more. The one underlying purpose of congressional legislation has been to enable the black race to take the rank of mere citizens. The difficulty has been to compel a recognition of their legal right to take that rank, and to secure the enjoyment of privileges belonging, under the law, to them as a component part of the people for whose welfare and happiness government is ordained."
Harlan correctly predicted the consequences of this decision: it put an end to the attempts by Radical Republicans to ensure the civil rights of blacks and ushered in the widespread segregation of blacks in housing, employment and public life that confined them to second-class citizenship throughout much of the United States until the passage of civil rights legislation in the 1960s in the wake of the Civil Rights Movement.
Furthermore, "[i]n the wake of the Supreme Court ruling, the federal government adopted as policy that allegations of continuing slavery were matters whose prosecution should be left to local authorities only--a de facto acceptance that white southerners could do as they wished with the black people in their midst." Douglas A. Blackmon, Slavery by Another Name: The Re-Enslavement of Black Americans from the Civil War to World War II, Anchor Books 2009, p. 93.
The decision that the Reconstruction-era Civil Rights Acts were unconstitutional has not been overturned; on the contrary, the Supreme Court reaffirmed this limited reading of the Fourteenth Amendment in United States v. Morrison, 529 U.S. 598 (2000), in which it held that Congress did not have the authority to enact parts of the Violence Against Women Act.
The Court has, however, upheld more recent civil rights laws based on other powers of Congress. Title II of the Civil Rights Act of 1964 generally revived the ban on discrimination in public accommodations that was in the Civil Rights Act of 1875, but under the Commerce Clause of Article I instead of the 14th Amendment; the Court held it to be constitutional in Heart of Atlanta Motel v. United States, 379 U.S. 241 (1964).
But in view of the constitution, in the eye of the law, there is in this country no superior, dominant, ruling class of citizens. There is no caste here.
John Marshall Harlan

Our constitution is color-blind, and neither knows nor tolerates classes among citizens.
John Marshall Harlan

The Constitution is not a panacea for every blot upon the public welfare. Nor should this Court, ordained as a judicial body, be thought of as a general haven for reform movements.
John Marshall Harlan

The humblest is the peer of the most powerful.
John Marshall Harlan

The law regards man as man, and takes no account of his surroundings or of his color when his civil rights as guaranteed by the supreme law of the land are involved.
John Marshall Harlan


American Anti-Slavery and Civil Rights Timeline
Timeline compiled by V. Chapman Smith
1472
Portuguese negotiate the first slave trade agreement that also includes gold and ivory. By the end of the 19th Century, because of the slave trade, five times as many Africans (over 11 million) would arrive in the Americas than Europeans.
1503
Spanish and Portuguese bring African slaves to the Caribbean and Central America to replace Native Americans in the gold mines.

Library Company of Philadelphia
1610
Henry Hudson's The Half Moon arrives in the "New World" mostly likely carrying African slaves. The Dutch were deeply involved in the African slave trade and brought the trade to the American colonies. The Dutch built and grew wealthy on an Atlantic empire of sugar, slaves, and ships.
1619
A Dutch ship brings the first permanent African settlers to Jamestown, VA.
1641
Massachusetts becomes the first colony to recognize slavery as a legal institution in 1641 Body of Liberties.
1651
Rhode Island declares an enslaved person must be freed after 10 years of service.
1663
A Virginia court decides a child born to an enslaved mother is also a slave.

Library Company of Philadelphia
1671
George Fox, generally called the founder of the Religious Society of Friends (Quakers), influences agitation among Quakers against slaveholding by Society members when he speaks against slavery on his visit to North America.
1672
The King of England charters the Royal African Company, thereby encouraging the expansion of the British slave trade.
1676
Nathaniel Bacon (Bacon's Rebellion) appeals to enslaved blacks to join in his cause.
Slavery is prohibited in West New Jersey, a Quaker settlement in current day South New Jersey.
1688
In Germantown (now Philadelphia, PA.), Quakers and Mennonites protest against slavery. During this period, thee groups worshiped together.
1693
An Exhortation & Caution to Friends Concerning the Buying or Keeping of Negroes by the Philadelphia Monthly Meeting is published in Philadelphia.
1730
From this time onward, England trades aggressively in North American slaves, with New York, Boston and Charleston thriving as homeports for slave vessels.
1750
Georgia is the last of the British North American colonies to legalize slavery.
1754
John Woolman (b. New Jersey 1720; d. York, England 1772) addresses his fellow Quakers in Some Consideration of the Keeping of Negroes and exerts great influence in leading the Society of Friends to recognize the evil of slavery. Philadelphia Yearly Meeting appoints a committee in 1758 to visit those Friends still holding slaves. At the Yearly Meeting in London in 1772, Woolman presents an anti-slavery certificate from Philadelphia. The London Yearly Meeting also issues a statement condemning slavery in its Epistle for the first time in 1754.
1759
Publication in Germantown (PA) of Anthony Benezet's pamphlet, Observations on the Inslaving [sic], Importing and Purchasing of Negroes, the first of many anti-slavery works by the most influential antislavery writer of 18th century America.

Library Company of Philadelphia
1775
Founding of the Pennsylvania Society for Promoting the Abolition of Slavery (PAS), the world's first antislavery society and the first Quaker anti-slavery society. Benjamin Franklin becomes Honorary President of the Society in 1787.
Thomas Paine speaks out against slavery and joins the PAS with Benjamin Rush.
1780
Gradual Emancipation Act passed in Pennsylvania.
1785
Publication in London of John Marrant's book, A Narrative of the Lord's Wonderful Dealings with John Marrant, a Black Man, the first autobiography of a free black.
1786
Publication in London of An Essay on the Slavery and Commerce of the Human Species, Particularly the African, by Thomas Clarkson. Quickly reprinted in the United States, it is the single most influential antislavery work of the late 18th century.
1787
Northwest Ordinance bans slavery in the newly organized territory ceded by Virginia.
Founding in London of the Society for Effecting the Abolition of the Slave Trade.
Philadelphia free blacks establish the Free African Society in Philadelphia, the first independent black organization and a mutual aid society.
The ratified U.S. Constitution allows a male slave to count as three-fifths of a man in determining representation in the House of Representatives. The Constitution sets 1808 as the earliest date for the national government to ban the slave trade.
Rhode Island outlaws the slave trade.
William Wilberforce becomes the Parliamentary leader and begins a ten-year campaign to abolish Britain's slave trade.
1788
Pennsylvania amends law to forbid removal of blacks from the state.
1791
First American edition of Olaudah Equiano's Interesting Narrative, an eye-witness account of the Middle Passage and the first autobiography by an enslaved African, is published in London in 1789.
Slave insurrection in the French colony of St. Domingue begins the bloody process of founding the nation of Haiti, the first independent black country in the Americas. Refugees flee to America, many coming to Philadelphia, the largest and most cosmopolitan city in America with the largest northern free black community. Philadelphia has many supporters for Toussaint L'Overture.
Eli Whitney patents the cotton gin, making it possible for the expansion of slavery in the South.

Library Company of Philadelphia
1793
U.S. Congress enacts first fugitive slave law requiring the return of fugitives.
Hoping to build sympathy for their citizenship rights, Philadelphia free blacks rally to minister to the sick and maintain order during the yellow fever epidemic. Many blacks fall victim to the disease.
1794
Founding of the American Convention for Promoting the Abolition of Slavery, a joining several state and regional antislavery societies into a national organization to promote abolition. Conference held in Philadelphia.
The first independent black churches in America (St. Thomas African Episcopal Church and Bethel Church) established in Philadelphia by Absalom Jones and Richard Allen, respectively, as an act of self-determination and a protest against segregation.
Congress enacts the federal Slave Trade Act of 1794 prohibiting American vessels to transport slaves to any foreign country from outfitting in American ports.
1797
In the first black initiated petition to Congress, Philadelphia free blacks protest North Carolina laws re-enslaving blacks freed during the Revolution.
1799
A Frenchman residing in Philadelphia is brought before the Mayor, Chief Justice of Federal Court and the Secretary of State for acquiring 130 French uniforms to send to Toussaint L'Overture.
1800
Absalom Jones and other Philadelphia blacks petition Congress against the slave trade and against the fugitive slave act of 1793.
Gabriel, an enslaved Virginia black, attempts to organize a massive slave insurrection.
Off the coast of Cuba, the U.S. naval vessel Ganges captures two American vessels, carrying 134 enslaved Africans, for violating the 1794 Slave Trade Act and brings them to Philadelphia for adjudication in federal court by Judge Richard Peters. Peters turns the custody of the Africans over to the Pennsylvania Abolition Society, which attempts to assimilate the Africans into Pennsylvania using the indenture system with many local Quakers serving as sponsors.
1803
Benjamin Rush elected president of the Pennsylvania Abolition Society
1804
Final defeat of the French in St. Domingue results in the founding of Haiti as an independent black nation, and an inspiration to blacks in America. Haitian Independence Day is celebrated throughout northern free black communities.

Library Company of Philadelphia
1807
Parliament outlaws British participation in the African Slave Trade.
1808
United States outlaws American participation in the African Slave Trade. January 1st becomes an instant black American holiday, commemorated with sermons and celebrations. These sermons are the first distinctive and sizable genre of black writing in America.
1813
Philadelphia black businessman and community leader James Forten publishes his pamphlet, A Series of Letters by a Man of Color, to protest a proposed law requiring the registration of blacks coming into the state.
1816
American Colonization Society is formed to encourage free blacks to settle in Liberia, West Africa.
Several new independent black denominations are established within the African Methodist Episcopal Church under first bishop Richard Allen.
1819
Federal law passed requiring the inspection of passenger conditions on ships is used by Quakers to monitor conditions in the slave trade at the Baltimore (Maryland) Port. Society of Friends members accompany federal Customs inspectors.
1820
Missouri Compromise allows Missouri to become a slave state, establishes Maine as a free state, and bans slavery in the territory west of Missouri.
The first organized emigration of U.S. blacks back to Africa from New York to Sierra Leone.
1821
New Jersey Quaker born Benjamin Lundy establishes the first American anti-slavery newspaper, The Genius of Universal Emancipation, in Mt. Pleasant, Ohio. From September 1829 until March 1830, William Lloyd Garrison assists the paper. In 1836-1838 Lundy establishes and another anti-slavery weekly in Philadelphia, The National Enquirer. This paper becomes The Pennsylvania Freeman with John Greenleaf Whittier as one of its later editors.
1822
Denmark Vesey, a free black, organizes an unsuccessful slave uprising in Charleston, SC.
Segregated public schools for blacks open in Philadelphia.
1824
Liberia, on the west coast of Africa, is established by freed American slaves.
1827
John Russwurm and Samuel Cornish establish the first African American newspaper, Freedom's Journal, in New York. The paper circulates in 1 states, the District of Columbia, Haiti, Europe, and Canada.
Sarah Mapps Douglass, a black educator and contributor to The Anglo African, an early black paper, establishes a school for black children in Philadelphia. Mapps becomes an important leader in the Female Anti-Slavery Society and is a life-long friend of Angelina and Sarah Grimke. After the Civil War, she becomes a leader in the Pennsylvania Branch of the American Freedman's Aid Commission, which worked to protect and provide services to the former enslaved in the South.
1829
David Walker of Boston publishes his fiery denunciation of slavery and racism, Walker's Appeal in Four Articles. Walker's Appeal, arguably the most radical of all anti-slavery documents, causes a great stir with its call for slaves to revolt against their masters and its protest against colonization.
1830
Virginia legislature launches an intense debate on abolishing slavery.
In response to Ohio's "Black Laws" restricting African American freedom, blacks migrate north to establish free black colonies in Canada, which becomes an important refuge for fugitive slaves.
The first National Negro Convention convenes in Philadelphia.
1831
William Lloyd Garrison of Boston begins publishing The Liberator, the most famous anti-slavery newspaper.
Nat Turner launches a bloody uprising among enslaved Virginians in Southampton County.

Library Company of Philadelphia
1832
Maria Stewart of Boston launches a public career as a speaker and pamphleteer. Stewart is one of the first black American female political activists to establish the tradition of political activism and freedom struggle among black women. She calls upon black women to take up what would become pioneering work as teachers, school founders, and education innovators.
1833
American Antislavery Society, led by William Lloyd Garrison, is organized in Philadelphia. For the next three decades, the Society campaigns that slavery is illegal under natural law, and sees the Constitution "a covenant with hell." Within five years, the organization has more than 1,350 chapters and over 250,000 members.
1834
August 1 becomes another black American and abolitionist holiday when Britain abolishes slavery in its colonies.
1835
Female antislavery societies are organized in Boston and Philadelphia. The Philadelphia Female Anti-Slavery Society was an integrated group of white and black middle class women, led by Lucretia Mott, Harriett Forten Purvis, and Grace Bustill Douglass. The women met in each other's homes. Bustill, Mapps, and Douglass are prominent black Quaker families in the Philadelphia in the 19th Century.
Abolitionists launch a campaign flooding Congress with antislavery petitions.
1836
The public careers of Angelina and Sarah Grimke, Quaker abolitionists from a prominent South Carolina family, begin.
1837
Philadelphia blacks, under the leadership of well-to-do Robert Purvis, organize the Vigilance Committee to aid and assist fugitive slaves. Purvis' wife, Harriett Forten Purvis, the daughter of successful black businessman James Forten, leads the Female Vigilant Society. By his contemporaries, Robert Purvis is referred to as the "President of the Underground Railroad."
First gathering of the Antislavery Convention of American Women, an inter-racial association of various female antislavery groups, becomes the first independent women's political organization.
Founding of the Institute for Colored Youth, which later became Cheyney University, one of the earliest historically black colleges in the United States.

Society Portrait Collection, Gratz Collection, HSP
Portrait of Robert Purvis by Gutekunst Studio, n.d.
1838
Philadelphia is plagued with anti-black and anti-abolitionist violence, particularly from Philadelphia white workers who feared that they have to compete with freed slaves for jobs. Second meeting of the Antislavery Convention of American Women, gathered in Philadelphia at the newly built Pennsylvania Hall, is attacked by a mob. The mob burns down the hall, as well as sets a shelter for black orphans on fire and damages a black church. Pennsylvania Hall was open only three days when it fell. More than 2,000 people bought "shares" and raised $40,000 to build the Hall. An official report blames abolitionists for the riots, claiming that they incited violence by upsetting the citizens of Philadelphia with their views and for encouraging "race mixing."
Pennsylvania blacks are disfranchised in the revised state Constitution.
A Maryland slave named Fred runs away and later becomes Frederick Douglass.
1839
Abolitionists form the Liberty Party to promote political action against slavery.
Pope Gregory XVI condemned slavery and the slave trade.
1840
American Anti-Slavery Society splits over the issue of the public involvement of women. Dissidents opposed to women having a formal role form the American and Foreign Anti-Slavery Society.
Aged and venerable abolitionist Thomas Clarkson chairs the World Anti-Slavery Convention in London. American attendees include William Lloyd Garrison, Lucretia Mott, and Elizabeth Cady Stanton. American women are not allowed to sit among the men or serve as delegates. On their return to America the women hold a women's rights convention, which met in Seneca Falls, NY in 1848.
Martin Delany publishes The Mystery, the first Black-owned newspaper west of the Alleghenies and he later serves as co-editor of the Rochester North Star with Frederick Douglass.
1842
An angry mob of whites in Philadelphia attacks a black temperance parade celebrating West Indian Emancipation Day. A riot ensues with mayhem lasting three days and resulting in numerous injuries to blacks, who are dragged from their homes and beaten and several homes, an abolitionist meeting place, and a church are set afire.
1845
Narrative of the Life of Frederick Douglass, an American Slave is published in Boston, launching the public career of the most notable black American spokesman of the 19th Century.
1846
War with Mexico adds significant western territory to the United States and opens a new arena in the fight to check the spread of slavery.
1848
Free Soil Party is organized to stop the spread of slavery into the Western territories.
Slavery is abolished in all French territories.
Women's Rights Convention is held at Seneca Falls.
1849
Harriet Tubman escapes from slavery. She becomes a major conductor on the Underground Railroad, as well as an advocate for Women's Rights.
1850
The Compromise of 1850 includes a controversial Fugitive Slave Law that compels all citizens to help in the recovery of fugitive slaves. Free blacks form more Vigilance Committees throughout the North to watch for slave hunters and alert the black community.
1851
Federal marshals and Maryland slave hunters seek out suspected fugitive slaves in Christiana (Lancaster County), PA. In the ensuing struggle with black and white abolitionists, one of the attackers is killed, another is seriously wounded, and the fugitives all successfully escape. Thirty-six black men and five white men are charged with treason and conspiracy under the federal 1850 Fugitive Slave Law and brought to trial in federal court at Independence Hall in Philadelphia. This trial becomes a cause celebre for American abolitionists. Attorney Thaddeus Stevens defends the accused by pleading self-defense. All the defendants are found innocent in a jury trial.

Library Company of Philadelphia
1852
Congress repeals the Missouri Compromise, opening western territories to slavery and setting the stage for a bloody struggle between pro and anti slavery forces in Kansas Territory (Bleeding Kansas).
1854
Lincoln University (Pennsylvania) is chartered in April 1854 as Ashmun Institute. It becomes a higher education institution providing an education in the arts and sciences for male youth of African descent. During the first one hundred years of its existence, Lincoln graduates approximately 20 percent of the black physicians and more than 10 percent of theblack attorneys in the United States. Thurgood Marshall and Langston Hughes are among its esteemed alumni.
Martin Delany leads 145 participants in the 4-day National Emigration Convention in Cleveland, OH. His arguments appeal to some educated and successful northern freed blacks and are defiantly opposite the position held by Frederick Douglass and others. His views represent increasing frustrations in the black community. Six years later, Delany signs a treaty with Nigeria to allow black American settlement and the development of cotton production using free West African workers. However this project never develops. During the Civil War, Delany works with others to recruit blacks for the 54th Massachusetts and other units. In 1865 Major Delany becomes the first black commissioned as a line field officer in the U.S. Army.
1855
With the assistance of others, William Still, a leader in the Philadelphia Underground Railroad, and his white colleague Passmore Williamson, intercept slave owner John Weaver, his slave Jane Johnson and her two sons as they are leaving town. The two help Jane and her children leave their master for freedom. Williamson is incarcerated for several months for not bringing Jane Johnson to court. The case becomes a national news story, continuing from August through November.
1856
The Republican Party, newly formed from various groups opposing the extension of slavery, holds its first convention in Philadelphia.
Wilberforce University, named English statesman and abolitionist William Wilberforce, opens in Ohio as a private, coeducational institution affiliated with The African Methodist Episcopal Church. This is the first institution of higher education owned and operated by African Americans.
1857
The Supreme Court's Dred Scott decision declares blacks, free or slave, have no citizenship rights.
1859
John Brown conducts a raid at Harper's Ferry, Virginia to free and arm slaves. His effort fails and he is executed.
1861
Lincoln's election in 1860 leads to Southern states seceding and starts Civil War between the free and the slave states. The Secretary of the Navy authorizes enlistment of contrabands (slaves) taken in Confederate territories.
1862
First black Union Army forces are organized in South Carolina.
Charlotte Forten, daughter of Robert Forten and Robert Purvis' niece, heads to Port Royal, South Carolina as teacher for the Philadelphia Port Royal Commission for the "freed" slaves now in Union controlled territory. The Atlantic Monthly publishes her essays on her experiences, "Life on the Sea Islands," in 1864.
1863
Lincoln issues the Emancipation Proclamation abolishing slavery in territory controlled by the Confederate States of America. The Presidential Order also authorizes the mustering of black men as federal regiments.
The 54th Massachusetts is organized at Camp Meigs, Readville, Massachusetts. Free blacks from throughout the North enlist in the 54th. Other training stations, like Camp William Penn, outside of Philadelphia in Cheltenham are established for training black troops. Between 178,000 and 200,000 black enlisted men and white officers serve under the Bureau of Colored Troops.

Library Company of Philadelphia
1864
Congress rules that black soldiers must receive equal pay.
The National Equal Rights League convenes in Syracuse, New York. Delegates are all prominent northern blacks, led by John Mercer Langston who later organized Howard University's Law Department, and included Frederick Douglass and Octavius V. Catto. Working through state chapters, the League promotes an aggressive advocacy agenda to obtain civil rights for blacks. Pennsylvania, New York, Ohio, Illinois, Indiana and Michigan are charged to take the lead. Philadelphia blacks, led by Catto, boycott to desegregate public transportation.
1865
The Civil War ends with a northern victory.
With their freedom, Southern blacks seek to reunite their families torn apart by slavery, as well as acquire education (particularly reading and writing). Many leave the South for the West and North.
President Lincoln speaks publicly about extending the franchise to black men, particularly "on the very intelligent, and on those who serve our cause as soldiers."
Lincoln is assassinated by John Wilkes Booth.
Andrew Johnson becomes President and begins to implement his own Reconstruction Plan that does not require the franchise for black men in the former Confederate states.
Many northern states reject referendums to grant black men in their states the franchise.
Mississippi becomes the first of the former Confederate states to enact laws (Black Codes) severely limiting the rights and liberties of blacks. Other Southern states follow with similar legislation.
Thirteenth Amendment to the Constitution abolishing slavery is ratified.
The Freedmen's Bureau is established in the War Department. The Bureau supervises all relief and educational activities relating to refugees and freedmen, including issuing rations, clothing and medicine. The Bureau also assumes custody of confiscated lands or property in the former Confederate States, border states, District of Columbia, and Indian Territory.
The Ku Klux Klan is formed by ex-Confederates in Pulaski, Tennessee.
1866
Republicans efforts begin to extend suffrage in the District of Columbia. Initial attempts fail with President Johnson's vetoes. Suffrage is finally granted in 1867.
Congress passes the first civil rights act. President Johnson's veto of the bill is overturned by a two-thirds majority in both houses of Congress, and the bill becomes law. Johnson's attitude contributes to the growth of the Radical Republican movement. These Republicans favor increased intervention in the South and more aid to former slaves, and ultimately to Johnson's impeachment.
Republicans gain veto-proof majorities in both the Senate and the House.
In Nashville, Tennessee, Fisk University is established for former slaves by the American Missionary Association. The school becomes the first black American college to receive a class "A" rating by the Southern Association of Colleges and Secondary Schools in 1878. W.E. B. DuBois graduates from Fisk in 1888.
1867
The first election in the District of Columbia to include black voters results in a victory for the Republican ticket. Similar results are repeated in other areas of the country, where blacks are granted the franchise. These elections also produce new black political leaders.
Congress passes bills granting the franchise to black men in the territories of Nebraska and Colorado, over President Johnson's veto.
Congress charters Howard University, named after General Oliver O. Howard, Commissioner of the Freeman Bureau and the college's first president. The school's early funding comes from the Freedmen's Bureau. From its outset, it was nonsectarian and open to people of both sexes and all races, although it is considered a historically black college. Howard becomes a premier education institution in the black community and plays an important role in civil rights history. It is here that Thurgood Marshall earns his law degree.
1868
Fourteenth Amendment is ratified making blacks citizens.
White voters in Iowa pass a referendum granting the franchise to black voters.
The Klu Klux Klan evolves into a hooded terrorist organization known to its members as "The Invisible Empire of the South." An early influential Klan "Grand Wizard" is Nathan Bedford Forrest, who was a Confederate general during the Civil War.
1869
The National Convention of Colored Men meets in Washington, D.C., promoting suffrage for all black men and the education of former slaves. Advocacy and for rights continues through the Equal Rights Leagues. The franchise and other privileges are still denied black men in most northern areas.
Congress approves an amendment to the Reconstruction bill for Mississippi, Texas, and Virginia, requiring those states to ratify the Fifteenth Amendment before being readmitted to Congress
New York becomes the first northern state to ratify the Fifteenth Amendment.
James Lewis, John Willis Menard, and Pinckney B.S. Pinchback, all black men from Louisiana, are elected to Congress and but are never seated.
1870
The 15th Amendment is passed permitting black men the right to vote.
Joseph H. Rainey of South Carolina is the first black to be seated in the House. In all, twenty-two blacks are elected to Congress during Reconstruction .There were seven lawyers, three ministers, one banker, one publisher, two school teachers, and three college presidents.
Hampton Normal Agricultural Institute is founded by Samuel Chapman Armstrong and chartered as one of the first colleges for blacks. It is also a pioneer in educating American Indians. Booker T. Washington is among its early graduates.
Pennsylvania, the home of the oldest and largest northern free black community at the time of the Civil War and a major center for the abolition movement, grants the franchise to black men after thirty-two years of disfranchisement.
1871
National Equal Rights League leader, Octavius V. Catto, is assassinated by a white man attempting to discourage black voting in a key Philadelphia election. Catto's funeral is the largest public funeral in Philadelphia since Lincoln's and his death is mourned in black communities throughout the country.

Library Company of Philadelphia
Portrait of Octavius V. Catto, Harpers Weekly 1871
1875
The last U.S. Congress of the 19th century with bi-racial Senate and House passes the Civil Rights Act of 1875. The law protects all Americans, regardless of race, in their access to public accommodations and facilities such as restaurants, theaters, trains and other public transportation, and grants the right to serve on juries. However, the law is not enforced, and the Supreme Court declares it unconstitutional in 1883.
1881
Blanche K Bruce, Mississippi Republican, ends his term in the U.S. Senate. He is the last black to serve in the Senate until Edward Brooke, Massachusetts Republican, in 1967. With Reconstruction replaced with segregation, voting rights for blacks cease in many areas and greatly curtailed in others.
Booker T. Washington begins to work at the Tuskegee Institute and builds it into a center of learning and industrial and agricultural training for blacks.
1892
Ida B. Wells Barnett begins her campaign against the lynching of blacks, a common practice by white racists and the Klan to instill fear in the black community. She later writes Southern Horrors: Lynch Law in All Its Phases and becomes a tireless worker for women's suffrage.
1895
W.E.B. DuBois begins his social analysis of the black conditions in Philadelphia. Published in 1899, The Philadelphia Negro becomes a lightening rod for black activism in Philadelphia and other communities around the country.
1896
Supreme Court establishes 'separate but equal' doctrine with Plessy vs. Ferguson. This law enables the expansion of growing segregation or "Jim Crow" practices across America, with many states codifying segregation in state constitutions and local laws and ordinances. By 1910, every state in the former Confederacy fully establishes a system of legalized segregation and disfranchisement. The country largely embraces the notion of white supremacy, which re-enforce the cult of "whiteness" that predated the Civil War. Northern areas also embrace "Jim Crow" practices, some codified in law.
1901
George Henry White (North Carolina Republican), the last black to serve in the House of Representatives in the 19th Century, leaves office.
1905
The Niagara Movement, the first significant black organized protest movement of the twentieth century, is launched in Buffalo, NY. It is an attempt by a small yet articulate group of radicals to challenge Booker T. Washington's ideals of accommodation. This militant group was led by W.E.B. DuBois and William M. Trotter.
1909
A bi-racial group of activist establishes the National Association for the Advancement of Colored People (NAACP) in NYC. The founders, Ida Wells-Barnett, W.E. B. Dubois, Henry Moscowitz, Mary White Ovington, Oswald Garrison Villard (a descendant of William Lloyd Garrison) and William English Walling, make a renewed call for the struggle for civil and political liberty. DuBois becomes editor of the organization's publication, Crisis magazine, which presents exposs on conditions and issues in the black community.
1910
Another bi-racial group of activist establishes the National Urban League to remediate the victimization and deplorable social and economic conditions faced by blacks, who migrated North in hope of better prospects. The organization counsels black migrants from the South, help train black social workers, and works in various other ways to bring educational and employment opportunities to blacks. Its research into the problems blacks faced in employment opportunities, recreation, housing, health and sanitation, and education spurs the League's quick growth with chapters eventually throughout the county.
1914
Marcus Garvey establishes the Universal Negro Improvement Association, whose motto is 'One God, One Aim, One Destiny'. The UNIA sets up the Negro Factories Corporation (NFC) to help promote economic self-reliance among blacks. Initially in New York City, UNIA branches are opened in other places, including Philadelphia. In 1935 the UNIA headquarters move to London.
1915
The release of D.W. Griffith's film, Birth of a Nation, which glorifies the Klan and demonizes blacks. The film also inflames race tensions and sets off white attacks on black communities in many areas throughout the United States.
1919
The Red Summer. Twenty-six documented race riots occur, where black communities across the country are attacked. Hundreds of blacks are killed and even more are injured in these attacks. There is widespread property damage in black neighborhoods. Whites also use lynching as a means to intimidate blacks. In some communities, like the District of Columbia, blacks stand their ground. In the 1920's, riots in Florida and Tulsa destroy the black communities.
1929
Charles Hamilton Houston, a black graduate of Harvard University Law School, leaves his private law practice to become an associate professor and vice dean of the School of Law at Howard University. In 1932, he becomes dean, a post he holds until 1935. Houston develops an outstanding program in law at Howard, producing many young attorneys who lead the battle to end segregation in public life. Among his students is Thurgood Marshall.
Oscar DePriest (Illinois Republican) begins term in House of Representatives. He is the last black to serve in the House until the election of William Dawson in 1943.
1936
Thurgood Marshall leaves private law practice and begins work the National Association for the Advancement of Colored People (NAACP). He heads the NAACP's Legal Defense efforts and works tireless to end segregation, including the landmark case Brown v. Board in 1954. In 1967, Marshall becomes the first black appointed to the U.S. Supreme Court.
1939
Billie Holiday records "Strange Fruit"??"a haunting song describing lynching. Disturbed by a photograph of a lynching, Abel Meeropol, a Jewish schoolteacher and activist from the Bronx, writes this verse and melody under the pseudonym Lewis Allan. The song increases public recognition of lynching as racist terror. Between 1882 and1968, mobs lynched 4,743 persons in the United States, over 70 percent of them African Americans.
1946
President Truman issues Executive Order 9808, establishing the President's Committee on Civil Rights to propose measures to strengthen and protect the civil rights. Truman appoints to the Committee leading black civil rights activist, Sadie Alexander, the first black women to earn a PhD and an early leader in the Philadelphia Urban League. Its report, To Secure These Rights, led to Truman's orders to end segregation in the U.S. military and federal Civil Service system. Later in the 1960's President Johnson enlarge Truman's efforts with various civil rights and affirmative action laws to address persistent discrimination.
1954
Brown v. Board decision declares segregation in public schools illegal.
1955
The Montgomery Bus Boycott begins on December 5 after Rosa Parks is arrested for refusing to give up her seat to a white man on the bus. This boycott lasts 381 days and ends with the desegregation of the Montgomery, Alabama bus system on December 21, 1956. As a pastor of a Baptist church in Montgomery, Martin Luther King, Jr. leads this black bus boycott and becomes a national hero.
1957
The Southern Christian Leadership Conference establishes and adopts nonviolent mass action as its cornerstone strategy to gain civil rights and opportunities for blacks. Working initially in the South under the leadership of Martin Luther King, by the mid 1960's King enlarges the organization's focus to address racism in the North.
1959-
1963
King's Letter from Birmingham Jail inspires a growing national civil rights movement. In Birmingham, the goal is to end the system of segregation completely in every aspect of public life (stores, no separate bathrooms and drinking fountains, etc.) and in job discrimination. This same year, he delivers his I Have a Dream Speech on the Washington Mall, which becomes an enduring symbol of King's legacy and influence.
In Birmingham, a white man is seen placing a box containing a bomb under the steps of the 16th Street Baptist Church, a black congregation. The explosion kills four black girls attending Sunday school. Twenty-three others people are also injured in the blast.
1964
President Johnson announces the "Great Society" with "abundance and liberty for all", and declares a "War on Poverty." Congress authorizes the Civil Rights Act, the most far-reaching legislation in U.S. history to ensure the right to vote, guarantee access to public accommodations, and the withdrawal of federal funds to any program administered in a discriminatory way.
Beginning this year, growing frustrations in black communities over urban decay and lack of opportunities erupts into a wave of race riots through U.S. cities, including Los Angeles, Newark (NJ) and Detroit Michigan. The years 1964 to 1971 see more than 750 riots, killing 228 people and injuring 12,741 others. Additionally, more than 15,000 separate incidents of arson leave many black urban neighborhoods in ruins.
1965
Voting Rights Act is passed, authorizing direct federal intervention to enable blacks to vote.
Malcolm X is assassinated by members of the Nation of Islam (Black Muslims) in New York City.
1967
Robert C. Weaver is appointed Secretary of Housing and Urban Development. He is the first black to hold a Cabinet position in U.S. history.
Edward Brooke (Massachusetts Republican) becomes the first black to serve in the Senate since Reconstruction.
1968
On April 4, 1968, James Earl Ray assassinates Martin Luther King, while he is standing on the balcony of the Lorraine Motel in Memphis, Tennessee. In outrage of the murder, many blacks take to the streets in a massive wave of riots across the U.S.
Congress authorizes the 1968 Civil Rights Act, providing federal enforcement provisions for discrimination in housing. The 1968 expanded on previous acts and prohibited discrimination concerning the sale, rental, and financing of housing based on race, religion, national origin, sex, (and as amended) handicap and family status. This law enabled housing opportunities for blacks beyond the "ghetto."
2008
On November 4, 2008, Barack Obama is elected President of the United States of America.
This timeline was prepared for NHD Philly!,

Works Cited
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Authors last name, first name. Title of Article. Title of Publication Date Published: Pages.
Authors last name, first name. Title of Online Article. Title of Online Publication Version (Year Published): Pages. Date Accessed .
Title of Article. Title of Media. CD-ROM. City: Publisher, Year.


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Corporate Compliance Plan

Resource: Riordan Manufacturing
Create a Corporate Compliance Plan of no more than 10 pages for Riordan. The plan must synthesize your learning and apply legal principles of business management. Focus your plan on managing the legal liabilities of Riordan officers and directors.

Address the following in your plan:

ADR
Enterprise and product liability
International law
Tangible and intellectual property
Legal forms of business
Governance

Create your plan as if you were distributing it to officers and directors.

Outline prevention and management guidelines of aspects listed above. Use previous individual assignments to bring insight to this project.

Implement enterprise risk management based on Committee of Sponsoring Organizations of the Treadway Commission (COSO) recommendations, which may structure your plan. Incorporate key concepts from your readings as needed.

Address specific laws or aspects Riordan must adhere to and outline steps for employees to adhere to them. The plan must also address how to handle situations when laws are violated or in question, such as when to call in legal counsel, what rights employees have, or who to turn to when actions are taken against Riordan.

Format your plan according to APA standards.


Riordan Manufacturing recognizes that being a global plastic producer involves significant legal and ethical responsibility. This responsibility extends not only to their consumers, but also to the many companies and agencies Riordan works with, as well as fellow employees, and indeed, the public at large.
The following Compliance Plan was adopted as a guide for each employees conduct so that Riordan may fulfill its obligations to observe the laws and public policies affecting its business; and to deal fairly with Riordan employees and communities it operates in.
This Compliance Plan will contain resources to help resolve any question about appropriate conduct in the work place, as well as provide guidance which will ensure that our work is done in an ethical and legal manner. For the Compliance Plan to be effective, it must have the cooperation of all employees. Your adherence to its spirit, as well as its specific provisions is absolutely critical to Riordans future.

Directives for Key Personnel
The effectiveness of the Compliance Plan depends largely on the leadership efforts of key personnel at Riordan. The officers and directors of Riordan must ensure that those on their team have sufficient information to comply with the laws, regulations, and policies, as well as the resources to resolve ethical dilemmas. It is the responsibility of the key personnel to create a culture within Riordan which promotes the highest standards of ethics and compliance; Riordan expects its leaders to set an example and be in every respect a model. We must never sacrifice ethical and complaint behavior in the pursuit of business objectives. The key personnel of Riordan will be held responsible for ensuring and accomplishing the following goals:

Maintain compliance standards and procedures reasonably designed to reduce the risk of criminal conduct and other violations
Never to delegate discretionary authority to any individual whom it knows, or through the exercise of due diligence should have known, had a propensity to engage in legal activities.
Always to take reasonable steps to communicate effectively in order to achieve compliance for all employees, consumers, and companies and agencies Riordan works with.
Implement and maintain monitoring and auditing systems that are reasonably (without the fear of retribution) designed to detect unethical/wrongful behavior or criminal conduct by employees and other third parties that Riordan works with.
Cooperate to the fullest extent reasonable and practical with appropriate federal, state, and local authorities investigating a potential violation of law; never to conceal, destroy, or tamper with evidence.

Reporting Potential Compliance Plan Violations
It is Riordans desire for the Compliance Plan to aid in the identification and correction of any actual or perceived violations of any applicable rules and regulations. In order to attain this goal, the Plan imposes a duty on all employees to report to designated individuals listed below.
1. Compliance Officer ??
2. Director of Human Resources ?? Yvonne McMillan ([email protected] )
3. Safety Manager ?? Chad Sterkin ([email protected] )
4. Employee Relations Manager ?? Andrea Gamby ([email protected] )
Corporate Compliance Officer - responsible for overseeing the Corporate Compliance Plan; reviewing agency policies and procedures, recommending changes or new policies and procedures; overseeing administration of agency risk assessment relative to Compliance issues and recommending changes in procedures as a result of Risk Assessment; developing and implementing internal audit procedures relative to Corporate Compliance issues; maintaining a library of regulations, agency policies and procedures; Overseeing the implementation of Corporate Compliance training program, including conducting of training sessions for staff; investigating matters related to Corporate Compliance issues, including employee, consumer, and/or payor complaints; developing and implementing employee feedback loop which encourages employees to report potential problems without fear of retaliation (CCP, 2009).
Director of Human Resources ?? Develops policy and directs and coordinates human resources activities, such as employment, compensation, labor relations, benefits, training, and employee services (Riordan, 2004).
Safety Manager ?? Plans, directs and implements organization safety program to ensure safe, healthy, and accident-free work environment (Riordan, 2004).
Employee Relations Manager ?? Supervises employee-related programs, manages resolution of employee relations problems and develops new employee-related programs (Riordan, 2004).

Procedure for Potential Compliance Violations
Riordan expects all employees to report potential violations/irregularities of the Compliance Plan in writing or via internal e-mail system; Riordan will maintain confidentiality of the reporter to the extent permitted by law. The Compliance Officer shall receive copies of all reports within 24 hours of the incident. The Compliance Officer will review each report and notify the President, Dr. Michael Riordan, and Chief Legal Counsel, Lowell Bradford of any allegations of criminal wrongdoing. The Compliance Officer and the Chief Legal Counsel will determine whether the alleged wrongdoing is a violation of a law. To prevent the risk of economic injury and to protect Riordans reputation the Compliance Officer in conjunction with the Chief Legal Counsel and President shall take an action to commensurate the gravity of the allegation to determine if the allegation is valid and what corrective actions should be imposed.

Employee Disciplinary Procedures
The Office of Human Resources, in conjunction with the Compliance Officer will implement an effective, uniform disciplinary program to prevent violation of the Plan and to discipline employees who fail to detect or fail to report detected violations. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory performance in the future. Although employment at Riordan is based on mutual consent, both, Riordan and the employee have the right to terminate employment at will, with or without case or advance notice (Riordan, 2004).
Disciplinary action may call for any of 4 steps (possible bypass of one or more steps):
1. Verbal warning
2. Written warning
3. Suspension with or without pay
4. Termination of employment

Here are some examples of violations of the Compliance Plan that may result in one or more disciplinary action mentioned above:
Negligently or intentionally providing false or misleading information to Riordan, its key personnel, and other third parties that Riordan is working with
Negligent or intentional vilation of any federal, state, or local law regulation
Failure to report another employees conduct which violates any law or regulations
Failure or refusal to cooperate with any Riordans investigation
Engaging in any other conduct which fails to comply with the duties and prohibitions, expressed or implied, set forth in the proposed Compliance Plan for Riordan
In the case of officers and directors of Riordan:
Failure to exercise adequate supervision of subordinate personnel where such failure leads, directly or indirectly, to a compliance incident
Direct and indirect retaliation against any employee who in good faith reports a compliance incident

Employment Policies
Riordan is committed to employing only United States citizens and aliens who are legally authorized to work in the United States, however do not unlawfully discriminate on the basis of citizenship or national origin (Riordan, 2004). Under the Title VII of the Civil Rights Act of 1964, Equal Pay Act of 1963, Age Discrimination in Employment Act of 1967, Title I and Title V of the Americans with Disabilities Act of 1990, Sections 501 and 505 of the Rehabilitation Act of 1973, and Civil Rights Act of 1991 Riordan strongly supports equal employment and advancement opportunities for all persons without regard to race, color, religion, sex, national origin, age, disability or any other status protected by the law (EEOC, 2009). Any issues or concerns about any type of discrimination in the workplace are encouraged to be brought to the attention of any supervisor or the Human Resources Director - Yvonne McMillan ([email protected]). Further, anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment (Riordan, 2004).

Sexual and Other Unlawful Harassment
Riordan is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated. Any concerns about Sexual and other Unlawful Harassment can be raised without the fear or reprisal or retaliation. Confidentiality of any witnesses or the alleged harasser will be protected to the fullest possible extent (Riordan, 2004).

Compliance with Environmental and Safety Laws
The Occupational Safety and Health Act (OSHA) is a top priority at Riordan. Employees and supervisors receive periodic workplace safety training which covers potential safety and health hazards and work practices and procedures to avoid or eliminate hazards (Riordan, 2004). All employees are expected to obey all safety rules and use caution in their work activities. Any questions or concerns regarding occupational safety must be addressed to Riordans Safety Manager ?? Chad Sterkin ([email protected]). In the case of a legal claim matter, including Alternative Dispute Resolution such as mediation and negotiation, please forward all correspondence to the law firm representing Riordan - Litteral & Finkel.

License and Certification Renewals
All Riordan employees, as well as individuals retained as independent contractors, in position which requires licenses, certifications, or other credentials are responsible for maintaining the current status of their credentials and shall comply at all times with Federal and State requirements applicable to their respective job assignment. To ensure compliance, Riordan will require evidence of current license and credential status.

Security Breaches
At Riordan we consider security breaches very serious. No employee shall disclose or permit the disclosure of, or discuss any proprietary Riordan information data. In case of improper use, disclosure of trade secrets or confidential business information an employee will be subject to disciplinary action, up to and including termination of employment and legal action, even if such breach was unintentional (Riordan, 2004). Confidential information is vital to the interests and success of Riordan. The following examples of confidential information include but not limited to:
Sales Data
Compensation Data
Customer Lists
Financial Information
Marketing Strategies
New Materials Research
Pending Projects and Proposals
Proprietary Production Processes
R&D Strategies
Scientific Data, Formulae, Prototypes
Technological Data and Prototypes

Integrity of Financial Reporting
Under the Sarbanes-Oxley Act of 2002, Riordans management shall ensure that assets and liabilities are accounted for properly in compliance with all tax and financial requirements and saved for at least 5 year period (SearchCIO, 2009). Management shall also ensure that no false or artificial Riordans records are made, and that there are no unrecorded Riordans assets. All Riordans reports of income, expense, assets and liabilities submitted to the governmental authorities shall be accurately made, all transactions shall be executed in accordance with managements authorization, and access to assets shall be permitted only in accordance with such authorization. Any employee who knows or has reason to believe that a transaction is not recorded in compliance with the above requirements shall promptly report such matter to the Director of Accounting and Finance ?? Donald Bryson ([email protected]).

International Business Practices
In the global economy today, Riordan may encounter standards of conduct in business affairs of other nation that differ dramatically from those of the United States. Riordan expects all employees conducting business in China to comply with the local code and laws. No fee, commission, bribe or other thing of value shall be directly or indirectly made, offered, or paid to any elected, appointed, or ruling foreign government official, head of state, or political party for the purpose of influencing any decision within the influence of such official or head of state. Furthermore, no Riordan employee may make any improper payment to any official or employee of any foreign government, or any foreign commercial non-government customer.

Integrity of Business Practices and Adherence to Code
The successful business operation and reputation of Riordan is built upon the principles of fair dealing and ethical conduct of our employees. Riordans continued success is dependent upon its customers trust; all employees owe a duty to Riordan, customers, and shareholders to act in ways that will merit the continued trust and confidence of the public.
This Compliance Plan has been carefully designed to ensure that Riordan will comply with all applicable laws and regulations, and it is expected of the top management, directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any legal, dishonest, or unethical conduct. The design of the proposed Compliance Plan has been structured in a way that it can accommodate possible compliance law changes. This document contains confidential and proprietary information and is the private property of Riordan.

The aim of this paper is to understand the differential effect of the law on the diverse population.

You have 4 individuals-assume they are your employees and report that they report to you. I have mentioned only 2-4 characteristics-you can add more characteristics and give each a name for future reference in the report.

-Employee 1: Male, Hispanic, immigrant, not fluent in English...

-Employee 2: Female, African American, no college degree, member of the union.

-Employee 3: Male, Caucasian, lost a promotion due to the company's strict adherence to AAP, not a member of the union.

-Employee 4: Female, Chinese, 5 years in the same job position.

The paper should cover the following topics:

1. As a manager you need to understand the potential problems these employees may face at the workplace.
- State these problems in detail for each employee.
- State and describe all the Acts/legal guidelines which protect these employees (EEOC, Civil Rights Act of 1866, Civil Rights Act of 1964-Title VII, Civil Rights Act of 1991, Equal Pay Act of 1963, etc.)
- State at least two case laws for each problem referred to.

2. What are some of the preventive measures you will take to make sure the company is in compliance with all the legal guidelines? And to assure these employees that those factors other than KSAs (e.g. race, religion etc) have no place in your department?

3. Write in detail a sexual harrassment policy or a multi-step diversity plan. Please refer to the present plans used by companies to gain some ideas as to what points must be covered. Attach the sources referred.

Include and index and appendix. Please attach all references (website, articles, etc.) and please make sure all questions and points are answered.

Thank you